Gather information to understand the business problem.

Consolidate reliable and valid data from relevant sources, in adherence to the organisation’s data governance, privacy policies, and legislation.

Deploy data models and AI-powered software to process and analyse data, identifying meaningful patterns and correlations.

Employ data visualisation techniques and AI tools to present information and insights, enhancing or automating the visualisation process.

Utilise data insights to monitor workforce performance and identify areas for improvement.

Prepare reports to identify and share key trends and patterns in HR data, providing insights on workforce implications (e.g., employee engagement, attrition, retention).

Generate reports with key metrics relevant to the departments or organisation, to deliver timely insights and perspectives on the workforce performance to various stakeholders.

Define the business problem to address or investigate.

Collate and integrate data from various sources to identify causal relationships, analyse trends, develop forecasts, and draw insights for evidence-based decision-making.

Derive relevant data insights, assess implications, and recommend enhancements to People practices and initiatives to address the business problem.

Develop evidence-based, insightful, and persuasive communications, using data visualisation and storytelling tools and techniques.

Oversee data collection and management approaches to ensure adherence to data governance, privacy policies, and legislation requirements.

Leverage technology and advanced tools (e.g., AI, people analytics) to analyse workforce data, uncover trends and gaps, and develop hypotheses on potential business problems.

Assess the need for new processes, systems and tools (e.g., data software, AI) to process, analyse, and visualise data and deliver insights.

Deploy different communication methods and channels to deliver impactful messages and initiate feedback and two-way dialogues.

Articulate key messages with clarity, conciseness, and coherence while preparing communication materials.

Build rapport with internal and external stakeholders through ongoing engagement to maintain relationships.

Demonstrate self-awareness and emotional regulation during difficult conversations or dilemmas.

Utilise empathetic listening and seek to understand the situations, perspectives and emotions of different personas or stakeholder groups.

Escalate situations of resistance, objections and conflicts to appropriate stakeholders.

Utilise technology tools to automate and enhance efficiency in communication processes, (e.g., crafting and sending personalised messages).

Plan and lead communication activities using appropriate channels or tools for different persona groups.

Develop clear and impactful communication materials for People initiatives, tailored to different persona groups.

Demonstrate empathy and respect when handling difficult conversations, dilemmas or paradoxes.

Anticipate different reactions (e.g., interest, resistance, or objections), and adapt messages to different styles and preferences when communicating with different personas or types of stakeholder groups.

Guide business leaders or line managers in successfully managing miscommunications, conflicts, and/or negotiations.

Establish credibility by demonstrating business and technical knowledge and build networks through strong interpersonal skills.

Build trust by partnering with key stakeholders to solve people-related and business problems successfully.

Deploy crisis communication materials, tailoring the message to specific stakeholder needs and concerns.

Identify and pilot tools that enable consistent and accurate messaging (e.g., AI) to drive engagement, aligned with the organisation’s communication strategy.

Promote psychological safety by establishing clear communication guidelines, feedback channels, and recognising the employee voice.

Execute HR responsibilities and services in accordance with defined service level agreements and operating processes.

Assist in collating critical HR requirements to support the implementation of processes and procurement of HR technology platforms and solutions.

Assist with implementing new HR technology platforms (e.g., AI, Talent Marketplace, HRIS, HRMS) across various HR functions.

Support the configuration and upgrade of HR technology platforms and processes to deliver a seamless user and employee experience.

Prepare training and communication materials to support change management efforts.

Conduct research to assess the impact of technology and digital tools on the HR value chain and stakeholder experience.

Identify and review emerging local and global HR and technology trends to enhance the organisation’s HR transformation and digital strategy.

Identify opportunities to automate transactional tasks and improve People processes using digital and technological tools (e.g., AI, Robotic Process Automation).

Monitor timelines and project progress, highlighting potential risks associated with projects.

Oversee and monitor People processes and technologies to ensure seamless HR services to meet the needs of different stakeholder groups.

Assess current HR services and delivery channels to identify opportunities for continuous improvement in service quality, value creation, and cost reduction.

Collaborate with internal and/or external technology stakeholders to program, configure, and implement HR technology platforms and solutions that meet organisational and stakeholder needs.

Evaluate technology and process improvement tools to automate transactional tasks and improve efficiency in the HR function.

Compare, assess, and implement HR transformation projects to enhance HR service delivery effectiveness, cost efficiency, and value generation.

Adopt a service-oriented mindset, focusing on delivering a seamless user and employee experience while navigating HR transformation and technology programmes.

Define a communication and change management strategy for navigating HR transformation and technology programmes.

Conduct training and coaching sessions for line managers and employees that encourage the adoption of new technology and digital tools.

Keep abreast of the latest governance frameworks and processes on HR technology and tools to ensure responsible and ethical use across the organisation.

Partner with internal technology stakeholders to govern and monitor HR technology platforms and tools, ensuring compliance with organisational policies and addressing any breaches, security issues or cases of non-responsible usage.

Manage project budgets, resources, and timelines, developing risk mitigation strategies to ensure seamless project operation and impactful outcomes.

Research and apply prevailing employment laws, regulations and tripartite guidelines and advisories.

Prepare and draft employment contracts, considering relevant statutory terms and benefits.

Handle and respond to employee enquiries related to employment laws, regulations and tripartite guidelines and advisories.

Collect information or data to assist line managers and HR in advising employees on benefits, claims eligibility and administration, payroll deductions, separation guidelines and grievance handling.

Support the updating and distribution of communication tools and templates, such as employee handbooks and policy-related communication templates.

Review and update HR policies and processes periodically to ensure compliance with employment laws, regulations, and tripartite guidelines and advisories.

Communicate with and advise line managers on the changing employment laws, regulations and tripartite guidelines and advisories.

Advice and guide managers and employees on areas such as grievance handling, benefits and claims eligibility and administration, payroll deductions, retirement, reemployment and termination guidelines.

Design communications tools and templates (e.g., employee handbooks), that clearly articulate the organisation’s policies and processes, adhering to prevailing employment laws and regulations.

Conduct regular HR compliance audits and review People processes to ensure controls are in place to prevent regulatory breaches.

Collate information on the latest developments in sustainability (including guidelines and organisation’s commitments towards sustainability) to support in designing HR initiatives which drive a culture of sustainability.

Assist in implementing People practices (e.g., performance management, talent acquisition) that contribute to the organisation’s commitment towards sustainability and social responsibility.

Support learning and communication initiatives that educate employees on the importance of sustainability and their role in contributing to the organisation’s sustainability goals.

Identify programmes and partnerships with both internal and external stakeholders (e.g., local communities, customers) to shape the organisation’s corporate social responsibility initiatives.

Collate and analyse data on sustainability metrics (e.g., carbon footprint, waste reduction, and resource usage) and identify opportunities to encourage more sustainable practices within the workforce.

Prepare communication materials to internal and external stakeholders on status of sustainability initiatives and compliance, highlighting workforce contributions and areas for improvement.

Analyse the latest developments and guidelines around sustainability to design people practices (e.g., impacting carbon footprint, driving sustainability culture) which foster a culture of sustainability.

Collaborate with business leaders and line managers to communicate the importance of sustainability and encourage a culture that prioritises sustainability within the workforce.

Engage with business leaders and line managers to identify skills and expertise required to address emerging sustainability challenges, ensuring proactive planning for necessary skills and resources.

Develop partnerships with internal and external stakeholders to shape sustainability strategies and programmes (e.g., community outreach, employee resource group).

Align the company’s sustainability practice with its employer brand, to enhance the organisation’s reputation as a responsible global citizen.

Review sustainability metrics and existing people practices and develop effective ways to advance sustainability practices (e.g., linking sustainability objectives to targets and incentives).